Conservatives' Approach to Work: Less Prepared for Future Work Demands?1

This study examined conservatism in the domain of work by relating conservatism to work‐related attitudes and personal initiative. Wilson's (1973) concept was used, defining conservatism as rooted in a generalized intolerance of uncertainty. Focusing on the domain of work, it was hypothesized that conservatism should be related to avoiding uncertainty at work, such as responsibility, innovation, change, and challenge, and that conservatives would take less initiative at work. Hypotheses were tested in a sample of 478 participants from former East Germany. Questionnaire and behavior‐based interview data were analyzed with structural equation modeling procedures; hypotheses were largely supported. Results are discussed referring to future demands at work. It is concluded that conservatives will have more problems adapting to new requirements that evolve with tomorrow's jobs.     

What Drives Work Addicts to Action? The Extended Model of Work Craving

The theory of work craving highlights three pathological components of work addiction: the behavioral wanting component (an obsessive-compulsive desire for work), the hedonic liking components (the reduction of negative emotions and compensation for low self-worth), and the cognitive learning component (neurotic perfectionism). In this article, I link the theory of work craving with the theory of motivation and the incentive-sensitization theory of addiction and discuss three major issues: (a) obsessive-compulsive symptoms are not sufficient to diagnose workaholism; (b) two hedonic components of work craving, namely, activity-related and purpose-related incentives, should be considered; and (c) incentive-sensitization is an additional mechanism that may be prepotent for addictive working.     

Europeans Work to Live and Americans Live to Work (Who is Happy to Work More: Americans or Europeans?)

This paper compares the working hours and life satisfaction of Americans and Europeans using the World Values Survey, Eurobarometer and General Social Survey. The purpose is to explore the relationship between working hours and happiness in Europe and America. Previous research on the topic does not test the premise that working more makes Americans happier than Europeans. The findings suggest that Americans may be happier working more because they believe more than Europeans do that hard work is associated with success.     

How Do Manipulation Arguments Work?

Alfred Mele has presented the Zygote Argument as a challenge to compatibilism. In previous work I have offered a critique of Mele’s first premise. Patrick Todd, Neal Tognazzini, and Derk Pereboom have offered an alternative interpretation of the argument, substituting (1*) for (1). Here I offer a critical evaluation of this strategy, and in the process I seek to understand the deep structure of the Zygote Argument.     

Bibliotherapy: Does It Work?

Bibliotherapy continues to be used by counselors as an adjunctive technique in their professional work. This article updates the research literature and reports conflicting responses to the question, “Does bibliotherapy work?”     

Peter McHugh’s Late Work

I focus on some of Peter McHugh’s most recent papers. This is work that is not yet widely known, some of which has not even been published as yet. I try to show that while the work does not in any way contradict his life-long commitments, it still has the capacity to be not at all predictable.     

Action Regulation at the Work–Family Interface: Nomological Network and Work–Family Consequences

Pursuing personally valued goals in work and family is important for many people, yet research has only partially addressed how individuals can actively manage the work–family interface. We examined the role of action regulation at the work–family interface (AR-WF) as an integrated individual-level approach to attain favorable work–family outcomes through the selection and pursuit of goals at the work–family interface. We investigated the relation of AR-WF to theoretically derived correlates and outcomes in two time-lagged studies with samples from the USA and Germany, based on a newly developed and validated measure to assess AR-WF. Overall, results showed that AR-WF is positively related to dispositional self-regulation, work and family role commitment, work and family goal regulation, and work and family social support. In contrast, AR-WF was largely unrelated to work and family role demands and segmentation or integration boundary enactment. AR-WF further positively related to work and family goal attainment, as well as work–family enrichment beyond related constructs. However, AR-WF was also positively related to increased work-to-family conflict. We discuss how a focus on action regulation can be useful for attaining a better understanding of the active role that people play in managing multiple role demands at the work–family interface.

     

Gender Differences in the Importance of Work and Family Roles: Implications for Work–Family Conflict

In this study we explored between- and within-gender differences in the importance of life roles and their implications for work–family conflict. In earlier research (Cinamon & Rich, 2002) we found 3 profiles of workers who differ in attributions of importance to work and family roles: persons who assigned high importance to both the work role and the family role (“Dual” profile); participants who ascribed high importance to the work role and low importance to the family role (“Work” profile); and participants who attributed high importance to the family role and low importance to the work role (“Family” profile). We used these profiles to clarify the relationship between gender and work–family conflict. Participants were 126 married men and 87 married women who were employed in computer or law firms. Significant between- and within-gender differences were found in the distribution of participants to profiles. Men were equally distributed throughout the profiles, whereas women were underrepresented in the Work category. More women than men fit the Family profile, and more men than women fit the Work profile. No gender differences were found for the Dual profile. Women reported higher parenting and work values than men did. Between-gender differences in work–family conflict were apparent, as were within-gender differences across profiles. Results demonstrate the value of examining both between- and within-gender variation in studies of gender and work–family conflict.     

Children’s Life Satisfaction: The Roles of Mothers’ Work Engagement and Recovery from Work

The present study examines whether mothers’ positive work-related experiences, work engagement and recovery from work, are indirectly linked to their children’s life satisfaction via mothers’ perceived life satisfaction and closeness with their children. Theoretically the study is based on the spillover and crossover models of work–family interface with a particular focus on positive interface, as this is a gap in the existing research. The sample consisted of 671 Finnish mother–child dyads. Survey-based data were analyzed using structural equation modeling. The results showed that mothers’ work engagement and recovery from work were positively and indirectly associated with children’s life satisfaction via mothers’ life satisfaction and closeness with their children. The findings suggest that work-to-family crossover of positive work-related experiences does indeed occur from mothers to children. Employers should pay attention to mothers’ work engagement and recovery from work, because these positive work-related experiences are likely to promote mothers’ life satisfaction and a positive mother–child relationship which, in turn, may be reflected in children’s life satisfaction. Job resources and mental detachment from work while not working are vital for work engagement and recovery from work, and should be promoted.     

How Should a Speech Recognizer Work?

Although researchers studying human speech recognition (HSR) and automatic speech recognition (ASR) share a common interest in how information processing systems (human or machine) recognize spoken language, there is little communication between the two disciplines. We suggest that this lack of communication follows largely from the fact that research in these related fields has focused on the mechanics of how speech can be recognized. In Marr's (1982) terms, emphasis has been on the algorithmic and implementational levels rather than on the computational level. In this article, we provide a computational-level analysis of the task of speech recognition, which reveals the close parallels between research concerned with HSR and ASR. We illustrate this relation by presenting a new computational model of human spoken-word recognition, built using techniques from the field of ASR that, in contrast to current existing models of HSR, recognizes words from real speech input.     

Turkish Social Work Students’ Attitudes Toward Sexuality

The purpose of this research was to determine the attitudes of social work students in Turkey toward sexuality. According to the findings, gender differences, talking about sexuality, and having an active sex life, affect liberality about sexuality. Religious beliefs have a significant impact on attitudes, and our data show that Turkish social work students were relatively sexually inexperienced and conservative. However, they were more accepting and liberal for others’ sexual preferences than for their own.     

Work–family planning attitudes among emerging adults

Using social learning theory as a framework, we explore two sets of antecedents to work and family role planning attitudes among emerging adults: their work–family balance self-efficacy and their perceptions of their parents' work-to-family conflict. A total of 187 college students completed a questionnaire concerning their work–family balance self-efficacy, their perceptions of their parents' work-to-family conflict, and their work and family role planning attitudes. Participants' work–family balance self-efficacy was positively related to their knowledge of and commitment to future work and family roles. In addition, perceptions of their same-gender parent's work-to-family conflict were positively related to knowledge of, commitment to, and involvement in planning for future work and family roles. Results suggest that enhancing emerging adults' self-efficacy to balance work and family may improve their attitudes toward planning for future work and family roles. Also, emerging adults appear to be more knowledgeable of, involved in, and committed to planning for work and family roles when their same-gender parents expose them to, rather than shield them from, work-to-family conflict.     

Scientific Jury Selection: Does It Work?

This article describes different methodologies used to predict the likely disposition of jurors in order to guide the exercise of peremptory challenges. The actual use of these methodologies in 27 telephone surveys, 9 focus groups, and 2 studies of jurors after the case was decided is examined. It is concluded that the efficacy of scientific jury selection depends, in part, on the type of case.     

Can Authorship be Denied for Contract Work?

Science and Engineering Ethics - Ethical considerations arise when individuals who were contracted and paid to conduct a research study and write it up for publication, are denied authorship on a...     

Work Motivation in “Post-Socialist” Industrial Organizations

Abstract

This article describes a study into the needs and behavioural reaction patterns in a sample of 715 workers in Bulgarian industrial firms during the “post-Socialist” period. The findings from this study cast doubt on some popular views of the typical motivation and reactions to work in the former “Socialist society”. Our data suggest that higher order needs are dominant in the motivational hierarchy and are significant in determining work outcomes, such as satisfaction, tendency to leave, and stress. We found no evidence for a motivational stereotype characterized by a low level of work involvement, lack of initiative, obedience, etc. hypothesized by other authors. In order to gain a better understanding of work motivation, it is useful to differentiate needs from the opportunities to satisfy those same needs, as well as work motivation from behavioural reaction patterns that actualize the opportunities and relate them to personal outcomes. A specific behavioural reaction pattern seems to exist among Bulgarian workers as an adaptation reaction to the specific environment of the “(post-) Socialist” industrial organization. This pattern, identified as “egocentrism in work”, combines a high involvement in work with partial alienation, i.e. detachment from the organization and income.     

Work–Family Balance, Well-Being, and Organizational Outcomes: Investigating Actual Versus Desired Work/Family Time Discrepancies

Purpose

The purpose of the current study was to describe and test two new correlates of work?Cfamily balance, based on discrepancies between actual and desired hours spent in the work domain (work hour discrepancy, WHD) and family domain (family hour discrepancy, FHD).

Design/Methodology/Approach

Participants were 330 employees of a moderate-sized, southeastern university who responded to a survey sent via e-mail.

Findings

Analyses indicated support for the utility of work and FHD scores for individual and organizational outcomes. Data also indicated FHD predicted work?Cfamily balance, well-being, and intention to leave above and beyond the individual components of actual and desired family hours, whereas WHD did not predict beyond individual components. Work?Cfamily balance mediated relationships between FHD and quality of life, stress, depression, and intention to leave.

Implications

This study provides support for incorporation of discrepancy indices in future work?Cfamily research. FHD predicted outcomes over and above the individual components of actual and desired hours whereas WHD did not, suggesting that compatibility between what an individual desires and experiences in the family domain may have a stronger influence on well-being and organizational outcomes compared to compatibility in the work domain.

Originality/Value

These results are important given past focus on concepts such as work schedule fit (e.g., Moen, It??s about time: couples and careers, 2003), in that we extend past findings by also incorporating fit between values and experiences in the family domain, and linking discrepancies with work?Cfamily balance, well-being, and organizational outcomes.